The skill of giving feedback is so important that it affects everything from personal relationships and leadership, to team cohesion and productivity. If you haven’t already read my earlier post on Giving Strengths-Based Feedback, I highly recommend that you take a look at it. It was based on some of the great ideas by Brene Brown, who gave a TEDTalk on “The Power Of Vulnerability”, which I highly recommend as well.
I brought this topic up again because of a good article I read recently “Leadership Feedback – You’re doing it wrong“, and it raise some good pointers on giving feedback, and some good insights as well. Here’s a short summary:
- Lackluster communication can cost businesses up to $5,000 per employee each year.
- Feedback is information provided to another person to help him or her grow and improve. If a leader isn’t trying to help someone grow/improve, he or she isn’t providing feedback, its more likely criticism.
- Feedback should be specific, relevant and engaging.
- Take time to prepare for giving feedback.
- When giving feedback begin with the end in mind – Focus on the outcome you want to achieve
- Give feedback in a way and at a time that can be best received by the person
- Feedback fosters trust, and trust is the currency of leadership.
Are you taking time to prepare for giving feedback to others? Are you planning to give it in a way most appropriate for the person, and at an appropriate time? At a time when many managers are preparing to do performance reviews with their subordinates, perhaps these pointers would come in useful.
